Today, Customer Success Team Member Juliana Withers hosted Truvelop’s User Community Lunch and Learn on Delivering Different Types of Feedback. According to OfficeVibe, 96% of employees say they want to hear feedback regularly. Because of this, it’s important that managers are giving feedback consistently, but also delivering that feedback productively and effectively. During the Lunch and Learn, Juliana took the attendees on a deep dive into what the different types of feedback are and how managers can share feedback successfully.
Different Types of Feedback
According to the Center of Creative Leadership, there are four main types of feedback: directive, contingency, attribution, and impact. Understanding the different types of feedback can help managers to better tailor their approach for delivering that feedback. Impact feedback has been shown to be incredibly effective in helping Team Members to buy-in to the feedback and feel motivated and energized to implement their development plan.
Impact feedback informs the receiver about the effect their actions have had on other people or on the organization. Impact feedback is important in performance reviews because it can shed light on something your direct report never knew or thought about. It gets at “why” their behaviors are either working or not working. An example of impact feedback is: “Team members were confused, and I felt frustrated.” Impact feedback elaborates on a consequence of the actions and uses past behavior to adjust future behavior by citing real evidence.
Different Models of Feedback
Referencing this article from Ausmed, Juliana walked the users through three main models of delivering feedback. She spent additional time on Pendleton’s Model, as this one is really great at increasing employee engagement. Pendleton’s model starts with positive feedback, which is always a great strategy as it makes the Team Member feel appreciated and recognized for their work. Additionally, identifying upskilling opportunities to further leverage their strengths helps not just the employee succeed, but is a great way for them to expand their contributions.
From here, Managers can address opportunities for improvement. When the Team Member is included in the feedback conversation, we can increase engagement and trust between the Manager and the Team Member. Most Team Members are aware of where they have some gaps in their work. If Managers can open up this conversation, then together, the Manager and Team Member can best figure out how to mitigate these gaps and game plan the best way for the Team Member to improve their performance.
Using Truvelop to Drive Feedback
When giving feedback, or feedforward, a term shared by Harkins leader Bonnie Cronin, it’s important that we focus on what to do next based on our current evidence. With Truvelop, we have a couple of tools to help our Managers deliver current and relevant feedback that is going to drive the Team Member forward in their development.
Evaluation Comments
With our Evaluation process, we have a space for the Manager to document internal comments. These internal comments help to provide context and evidence for why a Manager answered a specific question the way that they did. These comments can be the foundation for objective, action-oriented feedback.
Sparks
In between Evaluations, or after a one-on-one conversation, Spark can be used to document the plan for implementing feedback. From here, the Team Member can reference this plan and give updates for how they have been implementing the feedback. All of this documentation leads to more efficient development.
Spark History
Once the Spark has been sent, it’s important that the Manager follows up. Ideally, the Team Member is responding and giving their updates, so then it comes back to the Manager to check-in and make sure that the feedback implementation process is going successfully, and if it isn’t then stepping in and figuring out what adjustments need to be made.
Truvelop is not just an employee assessment tool. It fosters stronger Manager-Team Member relationships through consistent, transparent, clear, and concise communication. Better communication leads to better performance and engagement.
In addition to today’s Lunch and Learn, be sure to check out our Optimizing Truvelop page for more ways to engage your Team Members.
Contact us today to learn more or click here to schedule a demo to find out how your business can benefit from our industry-leading, modern approach to performance management and development.
